Qualifications

• Grade 12 / Matric 
• Postgraduate degree in Industrial and Organizational Psychology, Human Resources Management , or related field 

Experience

• Minimum 10 years of experience in HR
• Minimum 5 years’ experience in managing and developing high-performing HR teams 
• Minimum 5 years of experience in Strategic HR supporting senior executives
• Experience of leading complex organisational change projects including, org design, culture transformation, systems and process automation, etc.
• Experience with working across different countries
• Knowledge of organizational development, succession planning and talent management 
• Knowledge of global talent trends and best practices 
• Familiarity with HR technology solutions and their implementation 

Duties

Strategic HR Management: 

• Provide strategic guidance on organizational development, workforce planning, and succession planning
• Lead initiatives to improve employee retention, engagement, and satisfaction
• Support leadership in managing organizational change, ensuring smooth transitions and positive employee experiences
• Assist the HR Business Partners to translate the strategy into actionable plans and priorities for their specific business areas

HR Project Management:

• Manage HR projects aligned with Group and local HR priorities as required
• Participate and lead the implementation of all HR technology solutions to enhance HR operations, talent management, and employee experience
• Ad hoc project as required

HR Operations Excellence: 

• Drive the effectiveness of the HR delivery model for the consistency, standardization and optimization of HR processes and ensure efficiency, accuracy, and compliance across multiple countries

GM Office Management & Thought Partner:

• Act as a thought partner to the HR GM and assist with all matters related to HR business management including preparation of GM communication, approvals, HR strategic partner identification, and leadership to the team

Talent Acquisition and Recruitment:

• Work with hiring managers to develop and refine job descriptions and role specifications
• Develop and execute recruitment strategies to meet the business unit’s workforce needs, including sourcing candidates, interviewing, and onboarding.
• Ensure that diversity, equity, and inclusion (DEI) initiatives are embedded in recruitment practices

Employee Relations and Engagement:

•  Act as a point of contact for employee relations issues, providing guidance on conflict resolution, performance management, and workplace disputes
• Provide sound advice to ensure the organisation complies to best practice and legislative issues
• Provide support to line managers in dealing with disciplinary, incapacity and grievance matters
• Deal with all appeals from disciplinary proceedings in line with the disciplinary code
• Support the business with matters that have been referred externally for conciliation and arbitration
• Monitor employee morale and satisfaction levels, using surveys and feedback mechanisms to drive continuous improvement
• Promote a strong organizational culture that aligns with the company’s values, ensuring that employees feel supported and valued